Code of Manpower Development for the age of Industry 4.0
The beginning of the search for some secret usually originates with a stencil or a navigator. Likewise, the exploration of secret codes will reveal the process of manpower development also. According to the author’s experience, many codes use to develop people for the industry. As far as the authors have found, there are currently 2Ts, 2Q, 4Ds, 4Cs, and 3Rs, which can be classified into three main categories of manpower development for the industry including 1. the needs 2. the problems of development 3. performance that must be developed to meet the needs of the industrial sector and 4. effective development model.
Problems encountered toward human resource development for the manufacturing industry
It is a great challenge to develop manpower in the manufacturing industry to be knowledgeable in modern technologies that are rapidly shifting, such as Automation, Robotics, AI, IoT, AR, VR, etc. to support future industries that necessity adapts to Industry 4.0 or Digital Industry. Therefore, in order to maintain competitiveness, it is necessary to monitor and adapt to the changes that happen. The key factor in development is the people who need to be improved to match the performance that Industry 4.0 calls. Furthermore, must satisfy the 2Qs problem of personnel development, namely Quantity and Quality, which we met with a lack of manpower in terms of quantity and quality that meet the needs of the enterprise. Particularly we are entering a fully aged society and transforming generations of manpower in the industrial sector in the manufacturing industry, it is said that the young generation doesn’t want to work in the 4Ds industry, namely Dirty, Dangerous, Difficulty and Dignity. The last one is the value that parents and children focus on at least until finishing their bachelor’s degree affects the quality of labor. In conclusion, many factories have to employ at least bachelor’s degrees to work as technicians this influences the quality of personnel in the business as well because the production system is a stepwise process e.g., Input > Process > Output, whether manufacturing products or producing people is the same. If you want great output, but inputs that don’t meet the criteria, you need to adjust the process properly. However, in reality with limited resources, it is not possible to adapt the teaching process to each level using the one match all curriculum, it is not possible to produce the people the industry needs.
Manpower Competency in Industry 4.0
What competencies do people in the 4.0 era need to have?
As mentioned above, the challenge of human resource development in the transition to Industry 4.0 is that we need to develop our workforce to meet the needs of 2Ts, Today and Tomorrow. Therefore, to be able to work in the future however it still needs to be developed to be able to work in the present as well. While asked which competencies are the key factor that will support industrial personnel change to future work in the 4.0 era, it is learning competencies (Learnability), because if they can learn different skills or can be done by themself, they can adapt to any future modifications. However, to work effectively, it also needs to be competent. The 4Cs include Change Adaptable, Competency, Characteristics, and Continuous Learning, which make up the Industry 4.0 workforce competency. As shown in figure 1
Manpower Competency in Industry 4.0 The model for developing the internal manpower to have the capacity required by the industry. To develop personal to have the aforementioned competence it may not be the responsibility of education singly, but must be the cooperation of all parties concerned, that is, both educational institutions, training institute and the company itself. Because in the end, for those personnel to work with the job and technology of each factory, it is necessary to pass on the job training that is required the workforce development cooperation to achieve the capacity much.
Accordingly, the cooperation model for the development of manpower to achieve the competencies required by the industry must be done systematically throughout the education sector, Postgraduate development sector, and most importantly, the industry itself must be involved in the early stage of development, providing 2Qs of data in terms of quantity and quality. Continuously the last step is to organize a systematic on-site training (Structured on The Job Training (SOJT) before the people go to work. These three sectors must work together to develop personnel in a systematic way to ensure continuity and build upon each other with common goals from the beginning.
Summary of Manpower Development 4.0
No matter what era, 1.0 to 4.0 or any in the future, every kind of business operation, personnel is always the most important and be the root of that business. Additionally, the challenge in personnel management is not only about human resource development but also the three pillars of 3Rs, Recruit, Retain and Retire, meaning that how to find the right person for the profession. After developing them, how can you hold them in the organization? and how to transfer knowledge and skills of employees to the organization when it’s chance for them to leave, these are all difficulties in human development.
Article by: Mr. Somwang Boonrakcharoen, President of TGI & MEGA Tech